Human Resourse Manual

Table of Contents

1. Workplace Values
a. Teamwork and Empowerment
b. Commitment to staff training and development
c. Meeting Commitments
d. Harassment-free workplace
e. Anti-Oppression Framework
f. Respect for each person’s uniqueness
g. Consideration of individual needs

2. Hiring Process
a. Vacancies and New Positions
b. Underlying Principles of Filling Vacancies
c. Recruitment Process
d. References
e. Hiring of Family Members
f. Applications from Former Employees
g. Confidentiality
h. Probationary Period

3. Classification of Staff
a. Permanent, Full-time Employees
b. Permanent, Part-time Employees
c. Contract Employees
d. Casual/Relief/Temporary Employees

4. Hours of Work
a. Normal working hours
b. Punctuality
c. Flex Hours
d. Flex Location
e. Overtime
f. Punctuality
g. Staff Childcare Claims
h. Subsidized Meal Claims
i. Emergency Situations

5. Vacation
a. Vacation Eligibility
b. Request Process
c. Paid Holidays
d. Floater Days

6. Absence from Work

a. Sick Leave
b. Maternal, Paternal and Bereavement
c. Jury duty
d. Leave of Absence
7. Training and Professional Development
a. Training Identified by Employer
b. Training Opportunities Requested by Employee
c. Types of Support Available for Employee Requested Training
d. Process for Requesting Support for a Training Opportunity
e. Reimbursement

8. Personnel Recognition

9. Performance Evaluation
a. Frequency
b. Process
c. Constructive Discipline Policy

10. Termination of Employment

a. Process

11. Exit Interviews

a. Process

12. Grievance Procedure

b. Informal Complaint Procedure
c. Formal Grievance Procedure

13. Harassment/Discrimination
a. Personal Harassment/Discrimination
b. Sexual Harassment/Discrimination
c. Filing a Complaint

14. Email and Internet Usage

15. Confidentiality Statement

a. Exceptions
b. General Procedures

16. Health and Safety Procedures

a. Process

17. Incident Reports

18. Gifts

19. Media Relations

20. Conflict of Interest

b. Volunteers
c. Staff
d. Exceptions
APPENDICES
1. Learning Opportunity Request Form
2. Sample Staff Evaluation Form and Questions
3. Sample Hiring Interview Questions
4. Exit Interview Questions
5. Complaint and Grievance Form
6. Injury Reporting Form
Human Resources Policy and Manual

This Personnel Policy manual is a compilation of PERSON personnel policies and

related human resource guidelines. The contents of this manual have been reviewed
and/or developed by the Personnel Committee.

The Personnel Policy manual is intended to give staff a clear understanding of the policy
framework within which we strive to implement equitable and consistent management
practices. All employees are expected to abide by the policies set out in this manual.

Personnel policies and human resources guidelines will be reviewed regularly and
updated as required.

1. Workplace Values

The PERSON Human Resources Policy manual is a reflection of the importance placed
on our most valuable resources – our employees and contracted staff. Every employee
shall be accorded fair and equitable treatment at all times.

a. Team Work and Empowerment

We work together in a spirit of collaboration. We support each other, foster mutual
respect, and challenge each other in our efforts towards common goals. We develop
staff capabilities and enable them to participate in the decision-making process that
effects the continuous improvement of PERSON programs and services. PERSON
strives to establish a positive space that encourages self-development, self-directed
learning and support to ensure that job performance and contribution are at their very
best and in line with organizational goals.

b. Commitment to staff training and development

Training and professional development opportunities for staff play an important role in
enhancing operational and program quality. PERSON is committed to continually
expanding the capacities of its staff through on-the-job training and external
development opportunities.

c. Meeting Commitments
PERSON staff will follow through on our spoken, written and implicit agreements to each
other, as well as those outside of the organization.

d. Harassment-free workplace
PERSON is committed to providing a climate of understanding and mutual respect in
which all persons are treated equally and with dignity. PERSON stands by an anti-
oppressive framework.

e. Anti-Oppression Framework
PERSON is committed to creating and sustaining a work environment that celebrates
diversity and appreciates the dignity and worth of each person. We are an organization
where the words and actions of people must not exclude, limit or degrade on the basis of
race, colour, sexual orientation, gender, class, religion, citizenship, size, HIV status,
family status and physical or mental challenges. No such harassment or discrimination
will be tolerated.

f. Respect for each person’s uniqueness

PERSON recognizes the uniqueness and importance of every individual and
emphasizes that every person must be respected without any prejudice to his or her
language, culture or religion. An important objective of PERSON is to promote the
richness of the language and culture of the communities we support.

g. Consideration of individual needs

PERSON recognizes each employee’s unique needs. We respect that each employee
has a life outside of the workplace and we will create and manage our policies to
promote a balance between the needs of the employees and the needs of PERSON as
a whole.

2. Hiring Process

PERSON upholds a policy of non-discrimination in hiring on the basis of race, ancestry,

colour, ethnic origin, place of origin, citizenship, political belief, religion, marital status,
sex, sexual orientation, age, family status, handicap, record of offences and criminal or
summary conviction charge that is unrelated to employment or the intended
employment.

a. Vacancies/New Positions
A vacancy occurs when management has determined that a position is to be filled due to
resignation, retirement, transfer or promotion of the incumbent or when a new position
has been established and all approvals have been obtained. A vacancy does not occur
when the incumbent is:
 Acting in another position
 On leave-of-absence
 On vacation
 On sick leave
 On secondment or temporary assignment

All vacancies will be declared upon the recommendation of the Secretary and the
approval of the Board of Directors.

b. Underlying Principles in the Filling of Vacancies

Vacancies shall be filled:
 Through sound recruitment
 From the candidates who are eligible and meet the selection criteria for the
position
 Subject to positive references

Employees of PERSON shall be given the widest practicable opportunities for

consideration, to permit them to:
 Make the most effective use of their skills
 Achieve their personal career goals in line with organizational goals and
objectives.
c. Recruitment Process
The process for recruiting staff will be as follows:
i) All long-term contract (greater than 6 months) or job postings will be
developed by the ED and MD and approved by the PERSON Board of
Directors.
The following process applies to any long-term contract or renewed contract:
Openings will indicate position description, qualifications and starting fee or salary and
will be posted through the PERSON website, PERSON mailing list, PERSON community
network, and online job posting sites such as Charity village, when appropriate.
ii) Applicants should apply by email in writing, attaching a current resume,
cover letter and references.
iii) The ED and/or MD along with a member of the Hiring Committee will
review and respond to all internal applications.
iv) Candidates with appropriate qualifications and skill set will be contacted
to set up an interview.
v) Interviews will be held by a Hiring Committee composed of the ED or MD,
one other PERSON staff or relevant community member and at least one
member of the board of directors.
vi) Interviews will consist of a predetermined set of questions to be asked of
all candidates interviewed. These questions will be based on the job
description and performance criteria for the vacant position. The Hiring
Committee and ED or MD will be responsible for deciding criteria and
developing the interview questions.
vii) Decision-making will take place once all applicants have been interviewed
for the position. Second and third rounds of interviews may take place if
necessary.
viii) With the consent of the candidate(s), the ED or MD will conduct reference
checks before making an offer of employment. The Employment offer is
subject to positive reference.
ix) A verbal offer will be made to the chosen candidate. If accepted, a letter
of employment will be sent to them that states the position title, amount of
pay, benefits (if applicable), probationary terms, a job description and any
other pertinent information.
x) If no suitable candidate is found through the recruitment process,
PERSON retains the discretion to re-post the position.
xi) All candidates interviewed will be informed of the final decision.

In accordance with the vision of PERSONPERSON, and its Access & Equity Policy,
certain ‘non-traditional’ qualifications will be taken into consideration during the hiring
process. These qualifications include, but are not restricted to:
 A candidate’s connection and level of standing within the communities we serve;
 A candidate’s level of ‘success’ in past endeavours, which may be viewed in the
context of particular personal, social or cultural challenges, and not solely in
comparison to that of other candidates.
Such qualifications may be considered at the discretion of the hiring committee, but will
be kept confidential, as will all personal employee information, and will not be utilized in
any way to distinguish or discriminate against an employee. Disclosure of information of
a personal nature is solely the decision of the individual employee.
d. References
A minimum of 2-3 references should always be checked and, where possible, should
include past employers. The Hiring Committee will determine the questions to be asked
of the references and will have the responsibility of making these calls. If past employers
refuse to provide a reference the Hiring Committee will make a decision as to whether to
go forward with a particular candidate.

e. Hiring of Family Members

An employee’s immediate family, specifically (spouse, parent, son/daughter, sibling,
sibling in law, parent in law, child in law, step-parent, step child, nephew, niece,
grandparent, grandchild, uncles and aunts) is not eligible for employment with PERSON
in any area over which an employee has administrative or supervisory responsibility or
where an employee participates in the Hiring Committee.

f. Applications from Former Employees

Applications from former employees of PERSON shall be accepted and past experience
will be considered. However, past employment, in itself, does not provide additional
entitlements.

g. Confidentiality
PERSON is sensitive to privacy issues. The collection, use and disclosure of any
personal information provided to PERSON, in consideration for employment
opportunities, will be used solely for such purpose. The personal information requested
by PERSON allows the Hiring Committee to evaluate applications for employment
against opportunities in the organization, and communicate with candidates regarding
the status of application. PERSON will not sell or otherwise provide personal information
to others.

h. Probationary Period
Per the Employment Standards Act, all new employees of PERSON are subject to a
three- month probationary period. The probationary period allows new employees time
to learn the duties and fulfill the responsibilities of their new position. It also allows the
employees’ supervisor to assess the ability of the employee to meet job requirements.
At any time during the probationary period, PERSON reserves the right to terminate the
employment contract without notice, as required under the Employment Standards Act.

3. Classification of Staff

a. Permanent, Full-time Employees

Permanent, full-time employees are eligible to participate in PERSON’s benefit plan, if
they have been working with PERSON for over a year.

b. Permanent, Part-time Employees

Employees in this category regularly work a predetermined schedule of part-time hours.
Permanent, part-time employees are not eligible to receive benefits while employed with
PERSON.

c. Contract Employees
The Executive or Managing Director may approve short-term contracts that are a
maximum of 12 months. Contracts may be renewed, with the approval of the Executive
and Managing Director, provided funding is available, work is still available, and
performance criteria of the current job description have been met or exceeded.

d. Casual/Relief/Temporary Employees
Employees in this category generally are scheduled by PERSON on an “as needed”
basis. Employees in this category will be placed on a “Casual/Relief” list that will be
maintained by the Managing Director. Determination for contracting such employees
shall be made by the management team only.

4. Hours of Work

a. Normal working hours

The PERSON office will be open from 9 am – 6 pm on all working days throughout the
year. After office hours and on weekends the office will be accessible for staff use. In
accordance with PERSON’s mandate and respect for all religious beliefs, prayer breaks
will be available for employees who require them.

b. Punctuality
Punctuality is a sign of respect. Employees must inform their supervisor of their arrival
time if they are running late. Employees who are absent due to illness or other reasons
shall contact their Supervisor within 30 minutes of their starting time or at the earliest
time possible. In the absence of their supervisor, the office shall be notified and a
message will be left for the employee’s supervisor.

c. Flex Hours
All employees shall be available for core hours of 10:00 to 4:00. However, in order to
accommodate personal preference, employees may take hours of work from 8:00 am –
4:00 pm or 10:00 am – 6:00 pm. Flex hours are intended to be a long term arrangement
that is well understood and communicated to all PERSON personnel, and should not
change on a weekly basis. All flex hour arrangements must meet our program needs
and therefore must be approved by the employee’s supervisor.

d. Flex Location
Employees may work from home with the prior approval of their supervisor. Employees
who are working from home must provide their own computer and email access, as well
as a telephone number, so that PERSON personnel can reach them.

e. Overtime
Working overtime hours will be compensated by offering employees additional time off
for their vacation period. Overtime hours must be recorded in order to offer an accurate
and realistic time period.

f. Emergency Situations
In emergency situations, when an employee’s supervisor is not available, staff can make
decisions, and act on them as they relate to the emergency situation. Actions
undertaken in the absence of an employee’s supervisor’s must be reported to the
supervisor as soon as possible.
5. Vacation

Employees must work 3 months before becoming eligible to take vacation. The year (for
vacation purposes) will be counted annually from the date of employment. All vacations
must be scheduled in advance, approved by the Managing Director, and must be
adjusted/scheduled to meet the needs of PERSON. PERSON recognizes each
employee’s vacation entitlement and will not unreasonably deny or withhold approval of
vacation requests.

Deferral of vacations is not encouraged. In special circumstances, and with approval

from the Secretary, a maximum of two (2) weeks may be deferred to the next vacation
year, however all vacation entitlement must be taken within the following year.

a. Vacation Eligibility
Employees with 1 to 3 years of employment are entitled to 2 weeks of paid vacation per
year (pro-rated based on the number of hours worked). Upon completion of 3 years of
employment, employees are entitled to 4 weeks paid vacation, unless otherwise
specified in an employment contract.

b. Request Process
 Employees must submit a Request for Leave form to the Managing Director or
designate for approval.
 Requests for vacation of ten or more consecutive days must be submitted to the
Managing Director or designate at least one month in advance of the request.
 Request for vacation less then ten consecutive days should be submitted in
advance as soon as possible.

The Managing Director or designate will respond to all requests within ten working days.
Consideration will be given to seniority, service coverage and vacation time available.

d. Floater Days
All full-time and part-time employees will be given 3 additional floater holiday days per
year. Floater days can be used to meet personal or family needs or to accommodate
time needed for religious observance. Floater days must be scheduled by employees in
advance and must be approved by their supervisor. Carryover of unused floater days to
the next year is not allowed.

6. Absence from Work

a. Sick Leave
All permanent full-time employees are entitled to one and a half days per month, up to
18 paid sick leave days per year (pro-rated for part-time employees). This time can be
used for reasons of personal illness, medical and dental appointments or sickness of
immediate family members.
Carryover of unused sick leave to the next year is not allowed, and any unused sick
leave will not be compensated. Illnesses of more than three consecutive days require
the provision of a doctor’s certificate.

b. Maternal/Paternal Leave
These leaves are granted in accordance with the employment Standards Act. Wherever
possible, two months notice should be given and a minimum of two weeks notice is
required. A minimum of one months notice must be given regarding return date of work.

c. Leave of Absence
A leave of absence may be granted, with or without pay. It is expected that employees
requesting a leave of absence will have exhausted accumulated vacation entitlements,
lieu time and/or sick time (if applicable)

All requests for leave shall be submitted in writing to the Managing Director. The request
will be submitted with as much notice as is reasonably possible and will include the
reason for the leave.

7. Training and Professional Development

PERSON’s goal in supporting learning opportunities for its employees is to enhance the
quality of programming for the broader community. Thus professional development
opportunities supported by PERSON will be chosen primarily on the basis of how they
will improve our employee’s ability to perform their jobs. Employees that participate in
training opportunities supported by PERSON are expected to share their learning
through whatever medium they see fit.

a. Training Identified by Employer

Management may bring to an employee’s attention professional development activities
that support an employee’s learning goals (e.g. those identified in the Performance
Evaluation process). When staff is asked by management to attend a training
opportunity, all associated costs (i.e. registration fee, course materials, transportation,
parking,) will be paid directly by the employer. Additionally, the time spent attending the
event will form part of the employee’s regular scheduled hours of work.

b. Training Opportunities Requested by Employee

An employee may directly request support from PERSON to pursue a training
opportunity.

PERSON will support two types of learning opportunities: those which are deemed to
have a direct bearing on an employee’s current duties; and those which are deemed to
have an indirect bearing on an employee’s current duties. The Managing Director will
have the authority to decide if a proposed training opportunity falls into either of these
two categories and what level of support PERSON is able to offer.

While PERSON would like to support all learning opportunities that will improve an
employee’s ability to perform at work, this is not always possible. PERSON may only be
able to offer partial support, or no support at all, based on fiscal and staffing
considerations at the time of the request.
c. Types of Support Available for Employee Requested Training
For opportunities with a direct bearing on an employee’s current duties, the following
support is possible. Please note that PERSON is not able to guarantee this support, and
will consider each request on a case-by-case basis.
 Up to 100% of registration/tuition costs;
 Up to 100% of course materials (should PERSON pay for 100% of the materials,
these materials will become the property of the PERSON library after the course
is completed);
 Course time spent considered part of employee’s regular scheduled hours of
work;
 Employee given paid leave to attend (e.g. vacation, earned comp time);
 100% of transportation costs;

For opportunities with an indirect bearing on an employee’s current duties, the

following support is possible.
 Up to 50% of registration/tuition costs to a maximum of ₹10000 per opportunity;
upon successful completion of the program
 Up to 100% of materials to a maximum of ₹5000 per training opportunity (should
PERSON pay for 100% of the materials, these materials will become the property
of the PERSON library after the course is completed);
 Course time spent considered part of employee’s regular scheduled hours of
work;
 Employee given paid leave to attend (e.g. vacation, earned comp time);

d. Process for Requesting Support for a Training Opportunity

Staff must obtain prior approval to attend any training opportunity during regularly
scheduled work hours. All requests should follow this process:

1) The staff member will complete a “Learning Opportunity Request” form and submit it
to the Managing Director at least fifteen (15) working days in advance of the event or
course.

2) The Managing Director will decide if the event has a “direct” or “indirect” bearing on
the employee’s current duties, and decide:
 What portion of the cost of the event will be paid by PERSON;
 Whether the time spent attending the event form part of the employee’s regular
scheduled hours of work;
 Whether the employee be granted paid or unpaid time off to attend the event;
 What portion of the cost of materials will be paid by PERSON;
 Any combination of the above;

3) The Managing Director will complete and sign the “Learning Opportunity Request”
form and return it to the employee within two working days. The employee will then
have the opportunity, based on the decisions made by the Managing Director, to
decide whether or not they still plan to attend the activity.

e. Reimbursement
 In most situations, the employee will pay the costs themselves and seek
reimbursement for the approved amount by submitting proof of payment.
  The employee must have successfully completed the learning opportunity in
order to receive any reimbursement amount.
 In unusual circumstances, staff can ask for advance payment.

8. Personnel Recognition

PERSON recognizes the importance of particular personal milestones. They include but
are not limited to:
 Birthdays
 Birth of a child
 Retirement
 Sickness/Hospitalization
 Weddings

PERSON wishes to recognize these milestones, where possible, and will ensure that all
staff is treated equally. PERSON’s financial guidelines permit subsidization of a card,
suitable gift, flowers or refreshments, depending on the nature of event.

9. Performance Evaluation

The performance evaluation process helps ensure that job performance and contribution
are in line with accomplishing PERSON goals. The purpose of a performance
evaluation is to provide a constructive forum for mutual feedback regarding job
performance, relevance of the job description and analysis of the working environment.
Additionally, the performance evaluation process will allow the parties to discuss and
agree upon goals to be achieved and supports to be provided.

a. Frequency
 A probationary employee will undergo a performance evaluation shortly before
the completion of their probationary period, and annually thereafter.
 A permanent employee will undergo a formal performance evaluation annually,
based on their anniversary date.

b. Process
The employee’s supervisor will conduct an informal, verbal performance evaluation
before the end of the employee’s probationary period. The employee’s supervisor will
conduct a formal, written performance evaluation on an annual basis thereafter. Each
employee of PERSON is required to participate in their own performance evaluation.
1. The employee’s supervisor will provide employees under review with a copy of
the Performance Evaluation form. Before a performance evaluation date can be
scheduled, employees must complete and return the form to their supervisor.
2. Once an employee’s supervisor has received a completed Performance
Evaluation form, a performance evaluation meeting can then be arranged (at
least one week in advance to allow employees adequate time for preparation).
3. The employee and their supervisor will then meet to review and discuss the
Performance evaluation.
4. The Employee’s supervisor will then prepare a written report resulting from the
performance evaluation meeting. The report will be provided to the employee for
 comment and their signature, as having received and read the performance
evaluation.

c. Constructive Discipline Policy

Disciplinary action will be taken if any employee demonstrates and/or communicates
inappropriate behaviour or does not perform his/her duties according to PERSON
policies, procedures and standards of work.

d. Process
The employee’s supervisor is responsible for the application of PERSON policies and
procedures and the monitoring of employee performance. In the event an employee’s
actions or job performance are not consistent with PERSON standards, the following
progressive disciplinary steps will be taken.

1. Counselling – The Employee’s supervisor will verbally counsel the employee to

improve performance or behaviour, giving specific objectives and time limits for
improvement
2. First Warning – The Employee’s Supervisor will issue a verbal warning to the
employee. A note documenting the issue and verbal warning will be given to the
employee and copies will be put in the employee’s file. The documentation may
be a brief memo, but must include specific identification of the issue, criteria for
improvement or corrections with specific examples, and availability to assist the
employee as often as required.
3. Formal Warning – The Employee’s supervisor will issue a formal written
warning, documenting the recurrence of the problem or of another problem
similar in nature. A copy of all written warnings shall be given to the employee
and the original kept in the employee’s file.

The warning will be in a letter or memo format and will include the following:
 List of reasons for the written warning, with specific identification of the
problem, along with a reference to the previous warning.
 A specific time period will be given for improvement. Resources will be
made available within PERSON for the employee’s use.
 The employee will face consequences resulting from not meeting the
criteria within the specific time frame, up to and including termination.

The employee must be closely monitored and supported in order to resolve the
problem.

4. Termination Should the employee fail to meet the performance standards

required during their probation period or commit serious offence during the
probationary period, the employee will be terminated upon approval of the
Executive and Managing Director, as well as the chair of the Board of Directors.
Any employee that is terminated from the organization is not eligible for re-hire.

In the case of serious incidents, one or more of these steps may be skipped.
10. Termination of Employment

Termination of employment will occur when an employee:

 Is involuntarily terminated from the agency
 Voluntarily chooses to terminate their employment from the agency
 Retires from the agency

Employees willing to resign voluntarily from PERSON are expected to give at least two
(2) weeks notice of their intention to terminate their employment. The termination date
will be the last day worked by the employee and will not be extended to include any
earned vacation time, overtime, flextime and accumulated hours etc. due to the
employee at the time of leaving.

11. Exit Interviews

PERSON determines to conduct an exit interview with employees voluntarily leaving the
agency as part of the termination process for the following purpose:
 Informing and counselling employees leaving PERSON on termination
entitlements, benefits and/or procedures
 To obtain employee comments regarding their employment in an attempt to
reduce turnover by identifying the current or potential problems/issues, and by
taking appropriate action with a view to improve the quality of working life at
PERSON.

a. Process
 An exit interview shall be scheduled for employees leaving PERSON with service
equal to three months or greater. Exit interviews shall be scheduled on the
employee’s last day of work (where possible) and shall be conducted by the
Secretary.
 Employees also have the option of submitting an Employee Exit Interview
questionnaire to the Secretary.
 All exit interviews are confidential and will be maintained within PERSON.

 The employee may choose to give permission to PERSON to use all or part of
the information for discussion with their previous supervisor. If the employee
does not give permission to use the information, the comments made will then be
assimilated with the information received from others who have terminated from
PERSON and the employee shall be advised accordingly.
 All summary exit interviews will be kept in a confidential file.

12. Grievance Procedure

PERSON recognizes that conflict situations may arise in the workplace, and
encourages a proactive approach to conflict resolution. Employees are encouraged to
handle workplace conflicts among themselves before invoking an official grievance
process to resolve a conflict. In the event a conflict cannot be resolved, employees
should follow the informal complaint procedure.
a. Informal Complaint Procedure
Should the conflict not be resolved, employees have the option of taking the matter to
the Secretary for resolution. If the complaint involves the Secretary, employees have the
option to take it to a mutually acceptable board member to help them resolve the conflict
and reach a mutually acceptable resolution. The process is confidential and
undocumented. If employees are dissatisfied with the outcome of the informal complaint
procedure, they may follow the formal grievance procedure.

b. Formal Grievance Procedure

The complainant submits a written complaint to a Review Committee. The written
complaint must:
 be filed with the Review Committee
 be filed within six months of the incident or within six months of the last incident if
multiple incidents have occurred;
 Include detailed dates, time, places and circumstances;
 Be signed by the complainant.

Within ten working days the Secretary will advise the Chair of the Board of the complaint
and someone from the Review Committee will be assigned to investigate the complaint.
The investigator meets with the complainant within the next ten working days to clarify
the situation and to determine that it meets the criteria for investigation, as follows:
 A grievance that can be addressed by this policy is defined as a difference
occurring between staff/Secretary/board of directors arising from the
interpretation, application, administration or alleged contravention of the
organization’s policies
 If a person is being dismissed because of theft, assault, fraud or other reckless or
willful acts or omissions that would jeopardize the safety of another person or the
operation of the organization, the grievance procedure will not be utilized.

The investigator communicates in writing to both the complainant and respondent the
outcome of the initial meeting within three working days of the decision. If an
investigation is not warranted, the respondent may request clarification (in writing) from
the investigator. Should an investigation be warranted, in its letter, the investigator
would outline the process that will be undertaken.

Should the grievance warrant investigation the investigator will arrange to meet with the
respondent within ten working days of the decision to hear his or her experience of the
situation. It is understood that either party involved has the right to identify other sources
of evidence.

The Review Committee will meet to discuss the grievance and recommend a plan of
action. The Chair of the Committee is responsible for making sure minutes of the
meeting(s) are recorded and that everyone signs an agreement acknowledging the key
points. Minutes of the meeting(s) will be distributed to the respondent, complainant, the
Chair of the Board, the Secretary and all members of the Review Committee. All parties
must agree to any corrections to the minutes.

The plan of action will be communicated to both parties within five working days of the
meeting. Once a decision has been communicated, a mediation meeting can be
organized at the request of one or both parties and at the agreement of both parties.
Both parties should consider the mediator neutral. The mediator will advise the Review
Committee of the outcome of the process.

Documentation of the grievance process will be placed in both the complainant and
respondent’s personnel files. The Secretary and Review Committee Chair should also
keep copies of the process.

Complaints of harassment will be treated in the strictest of confidence. Confidentiality will

be maintained save for such disclosure as may be required in order to carry out the
investigation because of discipline or proceedings, which may result from the application
of this policy.

Where the complainant is the Secretary and the respondent is the Board, an investigator
or investigative team should be appointed that is mutually agreeable to both parties.
Both parties should adhere to the findings and recommended plan of action.

13. Harassment/Discrimination

PERSON is committed to providing a climate of understanding and mutual respect in

which all persons are treated equally and with dignity. Harassment or discrimination is
an unacceptable form of behaviour that PERSON will not tolerate or condone.

This policy is not meant to inhibit relationships based on mutual consent or normal social
contract, nor is the policy meant to inhibit the normal course of performance
management or progressive discipline.

a. Personal harassment/discrimination is defined as a course of vexatious comment

or conduct that is known or ought reasonably to be known to be unwelcome, which
creates an intimidating, hostile or offensive environment, and interferes with a staff
member’s ability to carry out his/her responsibilities. Examples of personal harassment
may include but are not limited to:
 Comments about a person or group’s moral or intellectual inferiority
 Insulting, criticizing or demeaning remarks about a person or group of people
 Displaying of materials or graffiti that are racist, ethnic or religious in a degrading
or derogatory manner.

b. Sexual harassment/discrimination is a course of conduct, comment or gesture or

contact of a sexual nature which might be perceived as placing a sexual condition on
employment, promotion, work assignment or compensation or which is likely to cause
offence or humiliation to an employee. Examples of sexual harassment may include, but
are not limited to:
 Unwelcome sexual flirtation, advances, propositions or gestures
 Displaying pornographic or otherwise offensive or derogatory pictures
 Unnecessary physical contact, such as touching, patting, pinching or embracing
 Leering, suggestive looks or other gestures
 A reprisal or threat of reprisal for rejection of a sexual solicitation

c. Filing a Complaint
A victim of alleged harassment/discrimination can file a complaint. Complaints can also
be made by a group of people who may have been subjected to the same offensive
treatment, by co-workers who witnessed the incidents, or by someone on whom there is
a direct and personal impact as a result of harassment/discrimination involving others.

An employee may choose to deal with a complaint or concern under this policy in the
following ways:

i. Deal directly with the harasser. An employee can make it known to the harasser that
the behavior is offensive and specifically request that the behaviour stop immediately. In
some cases the harasser may not realize that the behaviour is unwelcome and will stop.

ii. Make a verbal complaint to the Secretary. The Secretary and the employee will
discuss the issue and determine whether the situation requires further investigation or if
further action is required.

iii. File a formal Complaint. If informal attempts at resolving the problem are not
successful, a formal complaint and investigation may be required.

1. An employee can file a complaint through the Grievance Procedure or submit a letter
of complaint to the Secretary. A letter of complaint should contain a brief account of
the offensive incident(s), when the behaviour occurred, the person(s) involved and
the name(s) of the witnesses, if any. The letter should also include the remedy
sought, and be signed and dated by the complainant.

2. The Secretary or Review Committee will conduct confidential interviews with relevant
parties to obtain information and clarify details of the reported incident(s). All
persons named in the complaint have a right to reply to the allegations against them
and the right to be accompanied by a representative of their choice in the interviews.
All parties will have an opportunity to identify witnesses or others to be interviewed
and all parties have a right to be represented.

3. Providing the complaint has not been withdrawn at this point, the Secretary or
Review Committee will document the results and conclusions of the investigation
after the interviews. A summary report, including recommended action will then be
forwarded to the Secretary for review.

4. If the results of an investigation do not support the allegations of

harassment/discrimination, no further action will be taken and the file will be closed.

5. If the results of the investigation support a specific harassment/discrimination

complaint, the following recommendations may be made: education and training,
continuous monitoring, or disciplinary action, which may vary from verbal counseling,
written reprimand, suspension or termination.

14. Email and Internet Usage

PERSON is committed to providing a positive work environment that encourages the use
of computers and electronic communication as essential tools to support the mandate of
the organization.

 PERSON email and Internet system is primarily intended for work purposes.
Excessive personal use of PERSON’s email or internet system robs PERSON of
valuable work time, and may be considered grounds for discipline.
 Email and Internet usage (business and personal use) must adhere to
PERSON’s harassment-free workplace policy. Any sexist, pornographic, racist,
offensive, demeaning or otherwise disruptive material or activities are strictly
prohibited. Any employee who violates this policy shall be subject to discipline
up to and including termination.
 E-mail correspondence is the property of PERSON. PERSON reserves the right
to monitor the e-mail system, including an employee’s mailbox at its discretion in
the ordinary course of business PERSON also reserves the right to monitor
employee’s Internet usage.
 PERSON reserves the right to access and/or disclose messages sent over the
email system. Employee email and Internet usage is not considered private.
 Employees should be aware that e-mail messages sent to recipient’s external to
PERSON are not secure. Therefore, sending of confidential information via e-
mail to external recipients is prohibited. This includes, but is not limited to
complaint-specific information.
 Employees shall not post, display or make easily available any access
information, including, but not limited to passwords.
 Under no circumstances shall information of a confidential, sensitive or
proprietary nature be placed on the Internet. This includes, but is not limited to
client or complaint-specific information.
 PERSON staff may not establish Internet or other external network connections,
which could allow unauthorized persons to gain access to PERSON systems and
information. These connections are not limited to unauthorized home/modem
hook-ups or personal web pages.
 All files downloaded from the Internet must be checked for possible computer
viruses. If there is uncertainty whether an employee’s virus-checking software is
current, the employee must check with an authorized PERSON manager before
downloading.

15. Confidentiality Statement

PERSON is committed to confidentiality. It is PERSON’ moral and ethical obligation to

respect, preserve and safeguard the privacy, dignity and human rights of those
individuals to whom it provides a service and whom it employs. All confidential personal
information regarding individuals who have been referred for, are receiving, or have
received service, or who are employed by PERSON will be protected as outlined:
 This policy shall apply to all PERSON personnel, Board members, employees,
persons on contract, volunteers, participants, members of PERSON committees
and any person with whom confidential information is shared.
 Violation of this policy shall most likely result in the immediate dismissal of
transgressors.
a. Exceptions
The obligation to preserve confidentiality ceases when:
 The preservation of information may cause serious harm to another person
 Information is required by law or contract, or where there is a specific court order.
 The individual authorizes in writing release of specific information.
 PERSON’s reputation is threatened by non-release of information, as determined
by the Executive Committee of the Board.

b. General Procedures
 Information regarding any client shall be shared among PERSON personnel who
participate in program implementation and the information shall be limited to the
extent necessary to provide services.
 Staff whose responsibilities require the processing of confidential information
about other staff members shall not divulge such information, except to the
extent necessary to provide a service to that staff member or to address issues
of a professional nature.
 All staff members must maintain and protect confidential information or records
by locking them in desks or filing cabinets.
 Confidential material that is being discarded shall be destroyed, (shredded or
incinerated).

PERSON personnel shall not remove files or other confidential materials from the office
without the expressed permission of the Secretary.

16. Health and Safety Procedures

PERSON will provide a safe and healthful work environment as required under the
Occupational Health and Safety Act. PERSON will strive to eliminate any foreseeable
hazards (unsafe conditions and unsafe acts), which may result in fires, security losses,
damage to property and personal injuries/illness.

a. Process
In The Event of Aggressive Behaviour by a Client:

In the Reception Area:

 Staff who hear yelling or raised voices should go to the front area.
 If assistance is needed, use the speakerphone to call for help.
 Only as many staff as are needed should remain to avoid crowding the area.
 That staff person should speak calmly, make eye contact and state the behaviour
that is not being tolerated (for example: the yelling, the profanities, etc…).
 If the client persists in being abusive or disruptive, he or she should be asked to
leave.

During a Meeting
 Use the intercom to page the Receptionist, or another staff member for
assistance.
  If you are concerned about your personal safety, leave the area to seek
assistance.
 The client should be notified that his or her participation at the event cannot
continue. He or she should be asked to make another appointment, or
participate in another session, if appropriate.
 The client is to be escorted to the door.
 If the client persists in being abusive or disruptive, he or she should be asked to
leave.
 Where you feel that there exists the threat of physical harm or imminent danger,
911 can also be called.

In the Office
 Staff should consider the placement of their desks, so as to create a clear exit
path.
 Staff should leave their doors open if they feel uncomfortable, or anticipate a
problem.
 Staff should notify the Receptionist, or another staff member when they believe
that there is the potential for a problem.

In The Centre
 When PERSON is closed, staff must keep the door locked. No one is to be
invited in.
 At the end of the workday, each staff person is responsible for ensuring that he
or she locks the door.
 Where you feel that there exists the threat of physical harm or imminent danger,
alert others by yelling, “Danger leave the building”. Staff should ensure that
everyone leaves the premises by using one of the exits. Dial 911 from outside
the building.

Personal Threats
Any employee that receives a personal threat of any kind must report the incident to the
Secretary immediately, even if the staff person does not believe that the threat will be
acted upon.

Incident Reports
In any case where an individual is injured, or suspected of sustaining an injury while on
the premises in which PERSON provides service, an incident report shall be completed
by the person(s) witnessing the event or accident in which the injury or suspected injury
occurred.

If a person is injured without a witness present, the staff person to whom the injury is
reported shall complete the report. The report shall be completed in full; changes to the
report will be crossed out and initialed rather than erased.

Any injuries to PERSON staff are required by law to be reported to the Workplace Safety
Board within seven (7) days from notice of occurrence. Such reports are filed by the
Secretary, who shall be informed both verbally and in writing of any injury within (72)
hours of its occurrence.
The Secretary is required to complete a WSIB “Form 7” whenever a work-related injury
has occurred to an employee and has caused the employee to:
 Be absent from regular working hours.
 Assume lighter duties.
 Earn less than regular pay.
 Obtain healthcare.

Healthcare includes treatment by a medical doctor, surgeon, optometrist, chiropractor,

dentist, hospital emergency, skilled nursing care, etc. A report shall be completed where
eyeglasses, dentures and or artificial appliances are damaged while being worn in a
work related accident. PERSON will keep a record of all first aid details.

17. Gifts

Employees shall endeavour not to accept personal gifts or service from the following
parties:
 Clients
 Funders
 Employers participating in programs
 Politicians

No employee shall gain personal benefit or advantage from any of the above listed
parties. Employees shall discourage parties from presenting gifts and encourage them
instead to make a donation to PERSON. Small gifts (plants, food etc) should be
donated to PERSON and shared amongst staff.

If a gift is received, the employee shall advise the Secretary and discuss how to
proceed. If an employee feels it appropriate to provide a gift to any of the above parties,
the employee must make a request to the Secretary.

18. Media Relations

Media relations are, by extension, public relations. Because of the broad impact a media
item can have on the public and on PERSON, all inquiries from media shall be directed
to the Secretary. An employee may only participate in a PERSON-approved media event
if he/she has received permission prior to the appearance from his/her supervisor with
the concurrence of the Secretary.

Employees must not accept any fee for taking part in a radio/TV performance or any
other media event to which she/he was invited and given approval by the Secretary as a
direct result of his/her position or field of knowledge derived as an employee of
PERSON. If however, for any reason a fee is paid, it must be made payable to
PERSON.

19. Conflict of Interest

Each employee and volunteer is in fiduciary relations with PERSON and is under an
obligation to act in the utmost good faith towards PERSON in his/her dealings with it or
on its behalf. No volunteer or employee shall place him/herself in a position where there
is a potential for conflict between his/her duties as a volunteer or employee and his/her
other interest. A conflict will be deemed to exist where a volunteer’s or an employee’s
actions fall within the definition of conflict of interest as detailed below. Where contracts
with funders stipulate conflict of interests terms, the more stringent the PERSON policy
or contractual terms shall apply.

A conflict of interest exists where a PERSON employee or volunteer, through his/her

actions or through his/her involvement with the organization has either:
 The potential, real or perceived, for direct or indirect pecuniary advantage,
whether for him/herself or for related individuals.
 The potential, real or perceived, for compromising the best interests of the
organization

a. Volunteers
Where a volunteer, either on his/her own behalf, or while acting for, by, with or through
another is in any way directly, or indirectly interested in an existing or proposed contract,
transaction or arrangement with PERSON or who otherwise has a conflict of interest and
is present at PERSON meetings where the matter is the subject of consideration,
he/she:
 Shall, prior to any consideration of the matter at the meeting, disclose his/her
interest.
 Remove him/herself from the meeting while the matter is being considered.
 Shall not attempt in any way whether before, during or after the meeting to
influence the voting on any such question.

Where a volunteer is not present at a meeting but whose actions may potentially violate
this policy, they must:
 Disclose in writing to the Chair of the Board, the nature and extent of such
interest so that determination can be made as to whether a conflict of interest
does exist.
 Shall not attempt in any way to influence those deciding on the awarding of the
contract, transaction or arrangement that is the subject of the conflict.

b. Staff
Where an employee, either, on his/her own behalf or while acting for, by, with or through
another:
 Has any pecuniary interest, direct or indirect, in an existing or proposed contract,
transaction or arrangement with PERSON.
 May benefit or appear to benefit from the use of information not available to the
public that has been acquired during his/her official duties at PERSON.
 May operate a business or service that competes or conflicts with PERSON’s
services or otherwise has the potential for being perceived as an extension of
PERSON service, or who otherwise;
 Has a conflict of interest with PERSON.
The employee shall immediately disclose in writing through the line of reporting, to the
Secretary the nature and extent of such interest so that determination can be made as to
whether a conflict of interest does exist.

c. Exceptions
The Board of Directors may consider and allow the declared conflict of interest of staff
and volunteers to continue where the contract or arrangement provides obvious benefits
to PERSON and where reasonable attempts have concluded that it is unlikely that any
other party can provide this advantage to PERSON. Where such an arrangement is
made, PERSON shall monitor it for the life of the arrangement to ensure that the
foregoing conditions continue to be satisfied.
Appendix A - Forms

LEARNING OPPORTUNITY REQUEST FORM

(Please attach information about the learning opportunity, including cost.)

EMPLOYEE NAME:
DATE OF REQUEST:
WORKSHOP/COURSE TITLE:
ORGANIZATION OFFERING PROGRAM:
DATE(S) AND TIME(S) OF EVENT/COURSE:

EMPLOYEE REQUEST SECRETARY APPROVAL

 Direct  Direct
IMPACT ON WORK  Indirect  Indirect
Please attach your reasons.  Not related to current work.

Total Cost is ₹ ________ Approved amount:

COST OF EVENT
I am requesting _______%
reimbursement. ₹ _______________

Expected total cost ₹ _______ Approved amount:

MATERIALS I am requesting ₹________
reimbursement. ₹ _______________₹

 I request that the time spent

be considered part of my regular Time approval:
TIME… scheduled hours
Choose one… Time requested: ____________
 I request paid leave from work
to attend
Time requested:_____________
 I will be attending on my
personal time

Employee Signature Date

Secretary’s Signature Date